The Office of Resource Strategy is a catalyst for dynamic cooperation, collaboration, and change throughout the organization. We aspire to be the model for excellence, equity, and leadership in hiring great talent, providing high-quality service, and inspiring an efficient and engaged workforce. We want employees who recognize and embrace the importance of a strong partnership between schools and Central Office. When Central Office runs efficiently, and provides high-quality customer service, our school-based employees can concentrate on educating our children and leading our schools. By working together, we provide all students with a world-class education that prepares them for college, career, and life.

The Employee Services (ES) work group supports the work of all school-based and Central Office staff and is comprised of the following five teams:

• The Benefits and Compensation team is responsible for the following: administering and encouraging adherence to a consistent classification grading philosophy; ensuring that DCPS administers compensation policies consistently and pursuant to relevant legislation and collective bargaining agreements; providing support to units during reorganizations, RIFs, and other periods of hire, transfer, promotion, and demotion; conducting classification reviews, administering position audits, and approving position descriptions; offering retirement counseling, guidance, and advanced planning; and administering the agency’s health, life, tax shelter, flexible spending, and supplementary benefits plans.
• The HR Information Systems and Records Management team ensures systems data integrity, manages the data reporting function, processes personnel actions in PeopleSoft, provides position management support for schools and Central Office, provides time and labor support, and manages the personnel filing system for all DCPS employees. The team also serves as a key HR partner to external agencies like the Office of the Chief Technology Officer (OCTO), the DC Office of Human Resources (DCHR), and the Office of Pay and Retirement Services (OPRS).
• The Employee Experience (EE) team provides all new employees with robust onboarding support and leads the development and implementation of resources, workshops, and events designed to support employee needs. EE also supports procedural compliance related to background clearance checks for DCPS employees and manages additional support functions including the Employee Services helpline, walk-in visitor reception, and employee offboarding processes.
• The HR Systems Development team manages the design, development, and overall strategy of several technical applications managed by Central Office teams. This technical team ensures that data is accurate and integrated between systems. It seeks to use applications and their data to improve and fine-tune processes so that the agency can accomplish its work efficiently and DCPS employees are empowered to easily use these systems.
• The Strategic Staffing team is responsible for hiring for all positions in DCPS. The team provides budgeting support, works with principals and supervisors to develop their staffing plans and personnel budgets, and works with employees, principals, and hiring managers on staffing changes.

The Director, Employee Experience manages the Employee Services team in creating a unique onboarding experience which supports success and retention of new employees; ensures procedural compliance for new and current employees; and provides a streamlined offboarding experience for employees transitioning from the agency.

In managing these functions, the Director will create, monitor, and improve systems that allow complex issues to be resolved in a timely manner and communicate critical information to employees at all times.

The Director, Employee Experience will report to the Senior Deputy Chief, Employee Service.

Essential Duties and Responsibilities

The below statements are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties, and/or skills required. Other duties may be assigned.

• Organize orientation programs that include DCPS procedural requirements and resources to support navigation of the agency;
• Develop job-alike new employee cohorts with standard touchpoints, to support ongoing support and retention;
• Refresh the DCPS employee handbook annually as needed;
• Develop feedback loops for new and current employees which inform continuous improvement and support;
• Ensure compliance with background check requirements (initial and renewal) and providing regular training at all levels to support ongoing compliance;
• Maintain internal and external data systems and partnerships to support efficient and compliant operations;
• Create and disseminate employee-oriented communications related to procedural compliance and employee facing supports and wellness opportunities;
• Create and manage efficient offboarding procedures for employees transitioning from the agency;
• Completes special projects as assigned;
• Creates and documents standard operating procedures;
• Tracks progress of ongoing internal projects and initiatives, flags key issues of concern, and follows up on inquiries and correspondence regarding outstanding actions, procedures, and policies; and
• Keeps abreast of various DCPS procedural requirements and changes and adjusts operations accordingly.

Qualifications

• Bachelor's degree and five to seven years of related work experience.
• Master's degree preferred.
• Experience in managing core human resource functions within the education sector a plus.
• Data-driven leader; and strong people management experience.
• Significant customer service experience.
• Strong analytic and strategic abilities.
• Has a strong understanding of human resources best practices and processes in order to build the team’s capacity to address employee inquiries.

DCPS Values

• STUDENTS FIRST: We recognize students as whole children and put their needs first in everything we do.
• COURAGE: We have the audacity to learn from our successes and failures, to try new things, and to lead the nation as a proof point of PK-12 success.
• EQUITY: We work proactively to eliminate opportunity gaps by interrupting institutional bias and investing in effective strategies to ensure every student succeeds.
• EXCELLENCE: We work with integrity and hold ourselves accountable for exemplary outcomes, service, and interactions.
• TEAMWORK: We recognize that our greatest asset is our collective vision and ability to work collaboratively and authentically.
• JOY: We enjoy our collective work and will enthusiastically celebrate our success and each other.